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Six Strategies to Keep You Engaged at Work

Engaged employees have the highest productivity because they show up mentally and physically every day with a high degree of motivation to deliver extraordinary results.

The following six strategies will keep you engaged at work. 

1. Build friendships with people at work.

On a scale of 1 (low)- 10(high), how satisfied are you with the friendships you have at work?

Love and connection is the most important emotional need that people have to stay motivated.

We spend roughly 50% more time with our customers, coworkers, and bosses than we do with our friends, significant others, children and other relatives combined.

Gallup research shows that without a best friend at work, the chances of being engaged in your job are 1 in 12.

Gallup research shows that employees who have a close friendship with their boss are more than 2.5 times as likely to be satisfied with their job.

Action Item: If you want to be more engaged at work, develop at least three strong friendships at the office, maybe even one with your boss/senior.

2. Develop a learning and growth plan on a quarterly basis.

On a scale of 1 (low)- 10(high), how satisfied are you with the opportunity you have to learn and grow in your current role?

Learning and growth is a life-long emotional need that people have to stay motivated.

You currently have skills, behaviours and experience that enable you to deliver results.

Action Item: Identify learning and growth objectives and develop a 90-day action plan to improve your skills, behaviours and experience in required areas to help you achieve your full potential.

3. Contribute to the success of the people around you.

On a scale of 1 (low)- 10(high), how satisfied are you with the contribution you make to the success of both internal and external people?

Contribution is a life-long emotional need that people have to stay motivated.

Action Item: Identify three activities that you do that contribute to the success of others. Develop a plan to spend more time doing these activities and/or add new activities within the scope of your role.

4. Step into your significance.

On a scale of 1 (low)- 10(high), how significant and important is the work that you do?

Significance is a life-long emotional need that people have to stay motivated.

When you do activities that you love to do, you feel a sense of purpose and significance.

Action Item: Identify what you do that makes you feel significant and important. Develop a plan to spend more time doing these activities and/or add new activities within the scope of your role.

5. Embrace variety and challenge.

On a scale of 1 (low)- 10(high), how satisfied are you with the amount of variety and challenge in your current role?

Variety and challenge is a life-long emotional need that people have to stay motivated.

Boredom sets in if you don’t have enough variety and challenge in your role.

Action Item: Identify what you do that makes you feel a sense of variety and challenge. Develop a plan to spend more time doing these activities and/or add new activities within the scope of your role.

6. Create certainty to achieve career success.

On a scale of 1 (low)- 10(high), how satisfied are you with the amount of certainty and control you have related to your career success?

Certainty is a life-long emotional need that people have to stay motivated.

Fear and pessimism set in if you don’t have enough certainty related to your career success.

Action Item: Define what career success looks like to you. Reach out to your boss (and other coaches and mentors) to help you create more certainty related to your career success.
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Great questions to ask on a job interview

Great questions to ask on a job interview


Who's in charge?  - Ask who you'd be reporting to and how success will be measured, suggests executive coach Meg Montford. "It tells them that you are ambitious and not just a time-clock puncher." If you're hired, knowing how achievement is measured will help you get off on the right foot.

What's your management style? -  If you determine that the interviewer is also your potential manager, try to get a feel for what he or she might be like on the job by asking, "How would you define or describe your own management style?" advises Ford Myers, author of Get The Job You Want, Even When No One's Hiring. Doing basic research on the company is great, but you need to figure out what daily life would be like in the trenches.

What's your biggest problem right now?  - "This question tells the company that you're already processing how you may contribute value to them," Montford says. Showing that you're already thinking about the job's challenges makes it easier for hiring managers to picture you in that position. Listen closely, and mention some possible solutions on the spot or in a follow up "thank you" note. On the other hand, if the problem seems like something you can't or have no interest in solving, the job might not be a great fit.

Why are YOU here?  - Asking why this person has joined the company and why they've stayed will give you instant insight into its corporate culture, Myers says. If their reasons align with your own motives for wanting to come aboard, that may bode well for your happiness at the organization. If they have trouble coming up with anything better than, "hey, it's a job," that may be a red flag.

Why is this position open?  - It's important to determine if the job is new or if it already existed. Did the previous person leave, and is there an internal candidate? "If it's a new position, then you may have some input into how the job is defined, if you're hired," Montford says. "If there's an internal candidate, then that opens up many more questions in your mind, such as will the internal person have an edge among the competition."

What next?  - Two helpful questions at the end of an interview are "where are you in the hiring process?" and "when and how should I follow up?" Myers says. These show that you're genuinely interested in the job, while also providing essential information for your job search plan.
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